Professional Development and Performance Management at Hamsley

This report assesses the professional skills, knowledge, and behaviors required for a Human Resources executive, focusing on a personal skills audit and development plan within Hamsley Company, a British multinational toy retailer. It differentiates between individual and organizational learning, training, and development, emphasizing the importance of continuous professional growth. The report further explores how high-performance work practices contribute to employee engagement and competitive advantages. Finally, it critically evaluates various approaches to performance management, judging their efficacy in supporting a high-performance culture and commitment within the organization. This analysis provides a comprehensive overview of HR strategies aimed at improving overall organizational performance.

Unit 35
1

Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Appropriate professional skills, knowledge and behaviours............................................1
P2. Personal skills audit..........................................................................................................3
M1 provide a brief detailed on professional skills audit that shows proof of personal reflection
and evaluation.........................................................................................................................6
TASK 2............................................................................................................................................6
P3. Difference between individual and organisational learning, training and development..6
P4. Importance of on-going learning and professional development.....................................8
M2 Apply learning cycle theories to analyse the value of execution continuous professional
development...........................................................................................................................8
TASK 3............................................................................................................................................9
P5. HPW contributes to employee engagement and competitive benefits.............................9
M3 Analyse the benefits of applying HPW with justifications to a specific organisational
situation................................................................................................................................10
TASK 4..........................................................................................................................................10
P6. Different approaches to performance management.......................................................10
M4 Critically assess the various formulation and make judgements on how efficacious they
can be to support high performance culture and commitment.............................................11
CONCLUSION..............................................................................................................................11
References:.....................................................................................................................................13
2

INTRODUCTION
The performance of teams and individual result in the better performance and
development of overall organisation. Bringing improvement in the performance and productivity
is really a challenging task for the management of a business organisation. In order to grow the
organisation and push it towards the success, it is found as necessary to work on the development
of skills and abilities of all the employees working in the organisation. The effectiveness at work
place can be enhanced by developing the individuals, teams and the entire organisation (Abbas
and et. al., 2021). The chosen organisation for this report is Hamsley company which is British
multinational toy retailer company. Its headquarter is located in London, United Kingdom. This
report deals with the various knowledge, skills and behaviour which are needed to be a human
resource executive, personal skills audit and personal development plan. Along with this, it also
include the necessitates for the constant professional development and the engagement of high
performance working in the employee engagement and performance management.
TASK 1
P1. Appropriate professional skills, knowledge and behaviours.
A business organisation involve several functions and operations and the management
require lots of human capital to perform all the operations in an effective and efficient manner.
Availability of various employees at work place bring several managing activities as well. All
the functions related to the human capital in an organisation are being managed by the HR
executive of organisation (Akgün, 2020). For the purpose of performing the roles and
responsibilities of HR, it is necessary to have proper knowledge, skills and behaviour. Several of
skills, knowledge and behaviour of HR professional are as follow:
Knowledge: Personnel and Human Resource: Human resource managers must have a thorough
understanding of personnel principles and processes, such as recruitment, training,
3

labour relations and negotiation, compensation and benefits, personnel information
systems, and so on.
 Administration and management: It entails understanding of business and
management principles, such as strategic planning, human resource modelling, human
resource coordination, leadership strategies, and so on. It aids in the addition of
employee values to the organisation (McCauley and Palus 2021).
Skills: Active Listening: It has been determined that HR executives must pay close attention
to the discussion that the employees wish to communicate. HR must be aware of all
variables and considerations relating to any issue that arises in the organisation. To
solve any problem, the HR must first listen to all sides before making a conclusion.
 Time management skills: Hamsley's HR executive is responsible for keeping track of
all tasks and completing them on time (Iliffe and Manthorpe 2019). It aids managers
in determining work in the business so that goals can be met in a timely and effective
manner.
Behaviours:
 Understanding knowledge: To execute all jobs in a more efficient and productive
manner, the HR executive must comprehend the benefits of working with advanced
technology. It has a direct impact on the organization's overall performance.
 Resolution directed: The HR manager of Hamsley must have a suitable and good
attitude and behaviour toward their employees in order to solve any issue or problem
that may arise. It is vital to have the necessary skills in order to provide relatable
solutions to problems.
Personal SWOT analysis:
The above-mentioned abilities, knowledge and behaviours are necessary of Hamsley's
HR executive in order for them to effectively fulfil their given jobs and obligations. The personal
SWOT analysis listed below will assist the individual in identifying internal strengths,
weaknesses, opportunities, and threats related to the HR profession:
Strengths Weaknesses Time management skills: I've
determined that I'm competent at
 Administration management skills: I
also discovered that I am unable to
4

managing all of my allocated tasks in a
timely and efficient manner, ensuring
that the intended outcomes are met. It
aided me in finishing the assignment
ahead of schedule, which is critical for
my improvement and growth. Resolution directed: I also have the
ability to discuss any topics with my
coworkers in order to come up with
efficient solutions to the problems that
employees confront at work.
adequately utilise my available skills,
which are useful in managing employee
data as well as their work.
 Information Technology: Because my
IT skills are lacking, adopting new
technologies is really tough for me.
Opportunities Threats Listening skills: My listening abilities
are mediocre at best. So I need to
improve these skills so that I can
properly listen to someone and find an
efficient solution to a problem or issue. Understanding HRM: I also need to
improve my skills in understanding
personnel and human resource
management, which will help me fulfil
my job position more effectively and
efficiently.
 Regular changes in trend: For me, the
constant change in trends is a threat. I
need to conduct research on current
market trends in order to overcome the
situation of people's changing needs
and desires.
 Competition: Because there are so
many people with greater abilities and
experience, there is a lot of competition
in the workplace.
P2. Personal skills audit.
Personal auditing is a strategy or procedure that has been utilised by an individual for the
aim of analysing the behaviour, expertise, and abilities that a person possesses or lacks.
Hamsley's HR manager conducts a personal skills audit to determine the amount of skills,
knowledge, and behaviour that he or she possesses or lacks. The following is a review of the HR
profession:
5

Skill/ behaviour/ Poor Average Good Excellent
Understanding
HRM
*
Time
management
*
Listening skill *
Information
technology
*
Administration
management skill
*
Resolution
directed
*
Personal development Plan:
It is defined as an approach created by an individual in which the talents that the
individual want to improve are listed. It also includes the time frame and the methods for
improving skills and knowledge. The following is a summary of the personal development plan:
Skills Current
capability
Target Development Judgement
criteria
Time frame
Information
technology
Because of my
inadequate
information
technology
skills, I am not
excellent at
adopting new
and advanced
technologies.
I want to be
adept at
learning new
technologies
and applying
them to my
given duties in
a smart and
efficient
I plan to enrol
in an IT
diploma
programme
where I will be
trained to use
cutting-edge
technologies.
My diploma
course result
serves as a
criterion for
judging IT
skills. In
addition, my
lecturers who
supplied me
2 years
6

manner. It will
also assist me
in achieving
professional
success in the
future.
with IT
technology
training
provide
feedback,
which aids me
in analysing
my progress in
learning IT
abilities.
Administratio
n and
management
It is tough for
me to properly
handle the
data of the
organization's
personnel,
which includes
data on
performance
development.
It is a set of
abilities that is
required to
carry out HR
duties in an
organisation. I
can efficiently
manage data
connected to
employees by
employing this
talent. It also
assists me in
resolving
issues relating
to record
keeping.
By
participating
in the
organization's
training and
development
programmes, I
may improve
my
administration
and
management
abilities,
which will aid
me in
conducting
HR activities
effectively.
The outcome
of my training
programmes
will be used as
the criterion
for judging
this
competence.
6 months
Understandin
g HRM
Right now, I'm
unable to
I'd like to learn
and
I can only
improve these
Receiving
feedback from
5 months
7

comprehend
human beings
in an
acceptable
approach,
which is
considered the
most
important skill
in HR
professionals.
comprehend
all aspects of
human
resource
management
that will aid in
my future
growth and
success as
well as the
advancement
of my HR
career.
skills by
reading books
and
periodicals
that cover a
variety of
management
theories and
approaches. It
aided me in
comprehendin
g persons,
which is
critical in the
HR industry.
my superiors
and
subordinates
will serve as
the criterion
for judging
these abilities.
M1 provide a brief detailed on professional skills audit that shows proof of personal reflection
and evaluation.
It has been shown that performing the skills auditor is crucial since it aids the individual in
recognising their own internal elements, including their strengths and weaknesses. It's also
beneficial for recognising the competences and skills that an individual will need to improve in
order to advance in the future (Papagiannidis and Marikyan 2020). It has been determined that I
need to attend adequate training and development programs in order to improve my technical
skill adaption. As a result, the actor manager of the organisation is unable to provide specialised
information connected to the effective use of technology. The HR executive must be familiar
with the use of a variety of applications in the workplace. It has also been determined that better
listening skills, as well as time management, are required. An organization's HR department must
be engaged in order to develop skills for effective talks.
8

TASK 2
P3. Difference between individual and organisational learning, training and development.
Constant learning is regarded as critical for an individual's personal and professional
development in an organisation. Employee performance can be improved if they have received
appropriate training. Offering training and development to employees improves both individual
and organisational performance. All of these phrases are distinct from one another. The
following are some of the differences:
Organisational and individual learning:
Basis Organisational learning Individual Learning
Meaning It is defined as a strategy used
by an organisation to motivate
and encourage its people to
attain organisational goals.
It is a paradigm that focuses on
the growth and maintenance of
an organization's productivity.
Its major goal is to help the
organisation grow and flourish.
Purpose To resolve challenges and
provide answers to questions
posed by the organisation,
resulting in an increase in the
organization's performance.
It focuses on improving a
certain individual's knowledge
and skills (Doidge, Keech and
Sandri 2020).
Benefit It identifies the company's
learning strategies in order to
motivate personnel.
It focuses on increasing
business productivity as well
as overall performance.
Training and Development:
Basis Training Development
Meaning It is defined as a method of
acquiring the abilities
necessary to perform the
functions of a specific job
It refers to a person's or an
organization's development in
order to achieve future
success..
9

description.
Purpose Its major goal is to boost the
company's productivity and
performance (Bowes, Lomax
and Piasecki 2020).
It prepares individuals and
organisations to deal with
problems and challenges.
Focus Its nature is job-oriented, with
a focus on increasing
employee performance so that
they can do their tasks
effectively.
Its main focus is on a person's
and company's future progress.
P4. Importance of on-going learning and professional development.
Constant learning is defined as the practise of expanding one's knowledge and talents
over time. For the aim of blooming the firm in the modern or today's market, the continuous
learning process is beneficial for both people and organisations. Several organisations are
providing financial assistance that can be utilised to educate and inform their personnel about the
new technology. Scholarships and stipends might help them further their professional
development (Billett, S., 2020). Continuous learning is vital in Hamsley because it leads to
increased production and higher employee retention rates, resulting in a happier workforce.
Employee loyalty to the organisation is also improved as a result of continuous learning sessions.
It also leads to an increase in employee motivation as they realise that their employer cares about
them rather than just focusing on making revenue. By implementing a continual learning
approach, Hamsley is securing their long-term profit. The following are the benefits of
continuing education and professional development in the context of Hamsley:
 Prepare for the challenges: Employees can expand their skills and capacities
through ongoing learning programmes, which will help them face future problems
more effectively.
 Competences leads to confidence: Employees gain a sense of accomplishment
from learning and acquiring new skills, which contributes to the growth of
confidence. This self-assurance is helpful in turning problems into possibilities.
10

M2 Apply learning cycle theories to analyse the value of execution continuous professional
development.
Learning has become a constant approach for each and every person, as more people study to
clarify their themes and concerns so that they may execute their tasks effectively in the
organisation. Professionals must make continuous plans related to their professional
development in order to manage and direct individuals in a good learning process (Beagon, Niall,
and N Fhloinn 2019). It is a specific form of document that contains authentic and reliable talents
that are extremely beneficial to a person's advancement in the organisation. Several learning
theories cycles have been reviewed, each of which plays a critical part in consistent
development. Hamsley's HR executive is following the steps of Kolb's learning cycle, which are
listed below:
 Concrete Learning: Instead of working on the basis of previous experience, the
organization's workers or employees work on a completely new and different idea or
topic during this learning stage.
 Reflective Conceptualization: The evaluation of new and distinct ideas and concepts, as
well as their benefits and drawbacks, has been examined, and each has its own reflective
report.
 Abstract Conceptualization: This stage allows for the evaluation of previous and new
concepts, which is beneficial to an individual's learning process (Andersen, Ottesen and
Thing 2019).
 Active Experimentation: At this point, the organization's staff devised a number of
innovative techniques based on research in order to detect client reactions in the market.
TASK 3
P5. HPW contributes to employee engagement and competitive benefits.
The acronym HPW stands for High Performance Working. It is defined as a strategy that
helps a company organisation achieve its goals and objectives through increasing employee
engagement. By sharing common goals, using appropriate leadership styles, and communicating
effectively, all employees of the organisation can assist one another in getting to the intended
location. HPW play a critical part in creating a competitive edge, which leads to increased
employee engagement. Employee dedication and participation have been encouraged, assisting
11

employees in achieving organisational goals and objectives. Employees are seen as a crucial
source of competitive advantage that is extremely tough for competitors to duplicate. If an
organization's personnel are highly motivated, they can contribute to continual improvement in
the firm, leading to the organization's desired location. When evaluating employee performance,
the result of HPW in an organisation can be immediately noticed. Employee performance
improvement aids employees in carrying out their tasks and responsibilities in order to meet the
company's goals. Hamsley has been identified as a high-performing working organisation, which
is distinct from traditional businesses in that it employs cutting-edge technology, which
encourages people to work harder so that they can earn more money. It also leads to the
development of employees' skills and competencies in order to achieve the organization's goals,
as well as an increase in overall performance. Hamsley provides toys with a variety of features,
which increases customer value (Akgün, A.E., 2020). High-performance working also aids
employees in adapting to rapid changes in the business environment by allowing them to develop
their skills and capacities. As a result, it has been determined that Hamsley's HR manager is
accountable for maximising resource utilisation in order to increase profitability and
productivity.
M3 Analyse the benefits of applying HPW with justifications to a specific organisational
situation.
The execution of HPW has been launched with the adamant of the economy, according to
many research findings. The only effect of productive management is a company that generates
more income. Such businesses have a shifting working environment in order to keep up with the
changing environment, which is risky for employees as well. Hamsley's management employs a
differentiation strategy due to the high likelihood of completing HPW-related tasks within the
company.
TASK 4
P6. Different approaches to performance management.
Performance management is defined as a set of practises that assist employees and
employers in maintaining their performance over time. Traditional procedures were used by
organisations in the past, with organisations examining performance only after a specific time
12